The Suitability Questionnaire
The instrument uses a questionnaire, which has sixteen groups of eight items (descriptive phrases) in each group. The person answering the questionnaire ranks the items in each group in order, according to which describes him/her the most. Items are repeated in different groups, which enable the scores to be analyzed for consistency and greater accuracy of scoring.
The suitability questionnaire contains equally attractive and positive statements which are ranked by the applicant. Consequently, it is difficult to know how to manipulate the results. Suitability is evaluated differently for each job using unique suitability criteria which is unknown to the applicant. Traits have paradoxical relationships which are completely unknown to the applicants and are used to detect counter-productive characteristics and help assess the applicant’s level of suitability. 
Each statement appears in a second section in relationship to different statements. (Applicants cannot return to the first section to review their answers.) Computer cross-referencing which is unknown to the applicants identifies even small inconsistencies in the answers and determines the degree of consistency of the answers. Applicants are given only one chance to pass the minimum consistency level unless the interviewer decides to risk further attempts for highly eligibility applicants.
Efficiency
- Measures a comprehensive set of 175 job success factors in 20 minutes.
- Provides the equivalent of a full day of multiple-choice testing equal to 2700+ multiple choice questions.
- Determines eligibility questions based on answers to previous eligibility questions, minimizing test time.
- Provides 8200+ comparisons of suitability answers as a result of cross-referencing technology.
Methods of Suitability Analysis – Paradox Technology
Each personality component is measured separately (not on a bipolar scale) and is positioned and analyzed in relationship to its complementary opposite. This system of analysis is called Complementary Traits Analysis. It provides detailed information related to various characteristics, which may be either productive or counter-productive based on the following principle. If the individual has strong characteristics (high scores) on both items of a pair of compliments it will be a particularly strong ability with regard to that dimension.
If the individual has weak characteristics (low scores) on both items of a pair of compliments, it will be a significant weakness with regard to that dimension. If one item is significantly stronger than its complementary items of a pair, the strength of that characteristic will become a weakness.
Most behavioral assessments fail to provide this insight because they rely on a traditional bipolar approach of measurement, which assumes an either/or relationship between traits by placing two related positive traits on either end of a scale. For example, Diplomatic and Frank are traits that are typically used in this manner. By placing Diplomatic and Frank on either end of the same scale, the bipolar approach assumes that the more Diplomatic you are, the less Frank you are and vice versa. This is not a correct assumption. You can be both Frank and Diplomatic or neither.
The bi-polar method attempts to overcome potential deception by forcing people to choose between two complementary positive traits. However, in doing so, it sacrifices the most important insight. For example, Acme Industries is hiring a Director of Communications and they require someone who is a good communicator. They have two candidates: Doug and Cheryl. When measured on bipolar scales, both appear to be in the middle, which incorrectly indicates that they are balanced in communication and thus they are both potentially good candidates.
HA takes a different approach by measuring each of the complementary traits independently. When measured on HA’s paradox scale, a clear picture emerges. When viewed on a paradox scale, it is clear that Doug lacks both Frankness and Diplomacy and is a poor communicator. On the other hand, it is clear that Cheryl is both Frank and Diplomatic and is an excellent communicator.
Thus, the traditional bi-polar approach only provides a superficial and often inaccurate view of communication style and fails to identify the behavioral issues that are critical to job success. Paradox Technology provides this vital information without sacrificing its ability to prevent deception. It is highly effective at identifying negative traits because it is based on the principle that each trait has the potential to be either productive or counter-productive, depending upon other balancing traits. For example, we would normally consider Frankness to be a positive trait. However, if it is not combined with Diplomacy, it actually becomes Bluntness which can be counter-productive.
On the other hand, Diplomacy is also normally a positive trait, but without Frankness, it can be counter-productive, taking the form of evasiveness. This depth of information is critical for making the right hiring decisions and optimizing the performance of your existing employees.
For example, we would normally consider Frankness to be a positive trait. However, if it is not combined with Diplomacy, it actually becomes Bluntness which can be counter-productive. On the other hand, Diplomacy is also normally a positive trait, but without Frankness, it can be counter-productive, taking the form of evasiveness. 
This depth of information is critical for making the right hiring decisions and optimizing the performance of your existing employees. Paradox Technology analyzes and determines a broad spectrum of potential counter-productive traits without the person having the slightest idea it is happening. This is vitally important since negative traits usually account for60-75% of the factors that determine job success.
This depth of information is critical for making the right hiring decisions and optimizing the performance of your existing employees. Paradox Technology analyzes and determines a broad spectrum of potential counter-productive traits without the person having the slightest idea it is happening. This is vitally important since negative traits usually account for60-75% of the factors that determine job success.Harrison Assessments’ ParadoxTechnology™ produces the most accurate, complete and reliable picture of a person and overcomes the deficiencies of traditional bi-polar measurement. It prevents deception while at the same time provides deep insight into potential counter-productive behavior. Paradox Technology analyzes and determines a broad spectrum of potential counter-productive traits without the person having the slightest idea it is happening. This is vitally important since negative traits usually account for 60-75% of the factors that determine job success.
Enjoyment Performance Theory
Harrison Assessments methodology considers three key issues related to work satisfaction and retention: They are: 1) The degree to which a person’s preferred tasks fit the job, 2) The degree to which a person’s interests fit the job, and 3) The degree to which a person’s work environment preferences fit the job.
Enjoyment and Performance are linked because the level of enjoyment that an employee has while performing a particular activity is directly related to the level of their performance relative to that activity. When people enjoy a task, they tend to do it more, and get better at it. Good performance creates acknowledgement and/or positive self-regard which then cause them to enjoy the task even more.
Harrison Assessments predicts performance, work satisfaction and retention. It also enables companies to motivate people and increase their performance by assigning the roles and responsibilities that give them the highest degree of work satisfaction.
